Selection Process , Business Research methods
- 1. 1. Traditional, Functional & Strategic Job analysis, 2. Position analysis questionnaire, 3. Work Connectivity Index, 4. Threshold traits analysis. 5. Job Design & Redesign. 6. Job evaluation: Competency Modelling, 7. Cognitive task analysis. 8. Performance Appraisal, 9. HR Planning: Strategic Designing of Hybrid, Blended, Virtual & Gig workforces. 10.Recruitment: Virtual Vs Real. 11.Selection Process: Psychometrics in Aptitude & Psychological testing. Unit - II: HR Planning & Design.
- 2. SELECTION PROCESS The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organisation. The selection process varies from industry to industry, company to company and even amongst departments of the same company.
- 4. SELECTION PROCESS Preliminary Interview This is a very general and basic interview conducted so as to eliminate the candidates who are completely unfit to work in the organisation. This leaves the organisation with a pool of potentially fit employees to fill their vacancies. Receiving Applications Potential employees apply for a job by sending applications to the organisation. The application gives the interviewers information about the candidates like their bio-data, work experience, hobbies and interests.
- 5. SELECTION PROCESS Screening Applications Once the applications are received, they are screened by a special screening committee who choose candidates from the applications to call for an interview. Applicants may be selected on special criteria like qualifications, work experience etc. Employment Tests Before an organisation decides a suitable job for any individual, they have to gauge their talents and skills. This is done through various employment tests like intelligence tests, aptitude tests, proficiency tests, personality tests etc.
- 6. SELECTION PROCESS Employment Interview The next step in the selection process is the employee interview. Employment interviews are done to identify a candidate’s skill set and ability to work in an organisation in detail. Purpose of an employment interview is to find out the suitability of the candidate and to give him an idea about the work profile and what is expected of the potential employee. An employment interview is critical for the selection of the right people for the right jobs.
- 7. SELECTION PROCESS Checking References The person who gives the reference of a potential employee is also a very important source of information. The referee can provide info about the person’s capabilities, experience in the previous companies and leadership and managerial skills. The information provided by the referee is meant to kept confidential with the HR department. Final Selection and Appointment Letter This is the final step in the selection process. After the candidate has successfully passed all written tests, interviews and medical examination, the employee is sent or emailed an appointment letter, confirming his selection to the job. The appointment letter contains all the details of the job like working hours, salary, leave allowance etc. Often, employees are hired on a conditional basis where they are hired permanently after the employees are satisfied with their performance.
- 8. IMPORTANCE OF THE SELECTION PROCESS Proper selection and placement of employees lead to growth and development of the company. The company can similarly, only be as good as the capabilities of its employees. The hiring of talented and skilled employees results in the swift achievement of company goals. Industrial accidents will drastically reduce in numbers when the right technical staff is employed for the right jobs. When people get jobs they are good at, it creates a sense of satisfaction with them and thus their work efficiency and quality improves. People who are satisfied with their jobs often tend to have high morale and motivation to perform better.
- 9. PSYCHOMETRICS & PSYCHOLOGICAL TEST IN SELECTION Unit - II: HR Planning & Design. Psychometric Test is used to assess a candidate's cognitive ability and their personality. From a candidate's response psychometric testing can predict valuable insights such as job performance, competence, and motivations. There are two general types of psychometric tests: ability tests and personality tests. ABILITY TESTS will be able to identify a candidate's level of cognitive ability. It can assess, to name a few, their numerical, verbal, logical, critical thinking skills. PERSONALITY TESTS are focused on understanding the candidate's behaviours and motivations.
- 10. WHY ARE PSYCHOMETRIC TESTS USED WHEN HIRING? When recruiting new employees, psychometric tests provide the ultimate insight into a candidates potential, providing a meaningful and highly valid prediction of that candidates knowledge, skills, abilities and other characteristics of good job performance. •Psychometric tests are administered online by test publishers, eg. Test Partnership. •Hundreds, or even thousands, of candidates can be tested from the click of a button, and their data can be compiled and reported automatically. •This saves time and money for hiring companies, • It is easy to identify star candidates from the candidate pool. •Psychometric tests hold no bias and are effective at testing candidates from all job levels from entry level to CEOs.
- 11. BENEFITS OF PSYCHOMETRIC TESTING 1. Job performance: Psychometric tests are the most powerful and valid predictors of job performance available today and are over 14 times better at predicting job performance than the average selection interview (Hunter & Hunter, 1984). As a standardised testing method, psychometric tests offer a highly effective way of predicting how effectively a candidate will perform in their new job.
- 12. BENEFITS OF PSYCHOMETRIC TESTING 2. Organisational performance: The use of psychometric tests impact following workplace outcomes: increased organisational performance, increased employee retention, reduced cost per hire, decreased employee turnover, decreased absenteeism and higher levels of employee engagement/motivation. Selecting top performing candidates and ensuring a high quality workforce is imperative for any organisation and psychometric testing is the ideal mechanism for ensuring this. 3. Convenience: Online psychometric tests can be sent to candidates at the click of a button, individually or by the thousand. As a result, psychometric testing is significantly less time intensive than other selection processes, such as interviews and assessment centres. Once a candidate completes their assessment, reports are automatically generated and available for viewing within seconds, requiring little input from staff. This makes psychometric testing ideal for pre- employment screening, high volume recruitment, or in busy human resources departments.
- 13. BENEFITS OF PSYCHOMETRIC TESTING 4. Return on investment: Psychometric tests can be purchased online and eg. Test Partnership allow one to setup tests easily. The cost of hiring a poor performing candidate has been found to be 3.2 times the salary of the individual (Gallop International). Whereas, high-performing candidates were found to produce on average 43% more revenue than an average performing employee (Hay group). The cost of using a psychometric testing platform save money and result in a better performing workforce. This table shows how using cognitive ability testing compares to other hiring methods.
- 14. BENEFITS OF PSYCHOMETRIC TESTING 5. Objectivity: Selecting employees using well-researched psychometric tests increases the fairness and objectivity of a selection process. This means that employees can be selected on merit using fair and standardised tests, rather than subjective (or biased) selection methods. Unstructured interviews are classic examples of subjective and inefficient selection tools, which may screen out high performing candidates unnecessarily. Fair, standardised, and valid selection tests are a great way to increase the fairness and objectivity of a selection process, helping organisations avoid legal disputes over unfair selection decisions.
- 15. TYPES OF PSYCHOMETRIC TESTS Psychometric tests for selection and assessment can be grouped into two categories: cognitive ability tests (also known as aptitude tests) and personality tests. Cognitive ability tests are measures of cognitive ability/intelligence, and personality questionnaires measure specific personality traits such as extraversion and agreeableness. These two psychological constructs are important to employee selection as they both show meaningful correlations with job performance. Therefore using scientifically valid psychometric tests when hiring, can accurately measure these constructs, providing a predictor of good job performance to client companies.
- 16. TYPES OF PSYCHOMETRIC TESTS Within cognitive ability tests, a variety of specific aptitudes can be measured and evaluated, using the following: Numerical reasoning tests Verbal reasoning tests Logical/diagrammatic reasoning tests Error checking tests Data analysis tests Critical thinking tests Mechanical reasoning tests
- 17. TYPES OF PSYCHOMETRIC TESTS Personality questionnaires are even more versatile and can measure the following variables: Leadership potential Strengths Teamwork Development needs Competency potential Values Motivations and Behaviours Other psychometric tests, such as situational judgement tests draw aspects from both cognitive ability tests and personality questionnaires. As a result, many psychologists consider these exercises to be an intermediate between cognitive ability tests and personality questionnaires. Due to the range of tests on the market, it is always advisable to discuss psychometric testing with an expert before deciding on the use of psychometrics in the workplace.